What happens when a serious workplace issue lands on your desk and everyone is looking to you for answers?

In this episode of HR Unlocked, Lisa Oakley sits down with employment lawyer Matthew Dearing to unpack what effective leadership, decision-making, and risk management actually look like when organisations are navigating high-pressure employment relations situations.

With experience spanning specialist employment law, in-house counsel, and executive advisory roles, Matthew shares practical insight into handling restructures, investigations, serious misconduct, migrant exploitation claims, executive exits, and reputational risk.

This conversation goes beyond legal process and explores the real-world balancing act between operational realities, procedural fairness, leadership judgement, and organisational reputation.

From “don’t panic leadership” to the changing employment law landscape in New Zealand, this episode offers grounded, highly practical advice for leaders, HR professionals, and business owners managing complexity.

 

What You’ll Learn

• How to lead calmly and effectively during workplace crises

• Why HR and legal leaders must bring solutions, not just problems

• The importance of defining the real issue before acting

• How to manage investigations involving reputational risk

• What “don’t panic leadership” looks like in practice

• The role of confidentiality and privilege in sensitive workplace matters

• How procedural fairness and pragmatism can coexist

• The impact of recent employment law changes around serious misconduct

• What employers need to understand about the new high-income threshold

• Where AI fits into employment relations and legal practice

 

Key Takeaways

• Strong leadership during workplace crises requires calm, structure, and clear communication

• Early escalation and involving the right people reduces organisational risk

• Investigations should focus on facts, not assumptions or emotion

• Procedural fairness still matters, even with changing legislation

• Business impact, operational realities, and reputation all influence decision-making

• Good process protects both people and organisations

• AI can support efficiency, but human judgement remains essential

• Organisations should treat every major issue as a learning opportunity

 

About Matthew Dearing

Matthew Dearing is a Senior Associate at Edwards Sluiters, one of New Zealand’s largest specialist employment law firms.

He has extensive experience advising organisations on employment relations, restructures, investigations, serious misconduct, restraint of trade matters, executive exits, and workplace risk.

Prior to joining Edwards Sluiters, Matthew served as Employment Relations Legal Counsel for Wilson Group and previously held the role of Head of Legal and General Counsel for the EMA.

Known for his calm, pragmatic approach, Matthew works closely with organisations to navigate complex workplace issues while balancing legal, operational, and reputational considerations.

 

Why This Episode Matters

For HR professionals, executives, business owners, and leaders dealing with workplace complexity, this episode provides practical insight into how to navigate difficult situations without escalating unnecessary risk, conflict, or reputational damage.

Whether you’re handling a restructure, serious misconduct issue, investigation, or organisational crisis, this conversation offers practical guidance grounded in real-world experience.

 

Resources & Links

• Edwards Sluiters

• Matthew Dearing | LinkedIn

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